1/ In an ideal world, #HR would be a force for good, rather than firefighting. You wouldn't have to monitor compliance with 'silly' rules. You would be an equal partner, adding value to any business decision, and not a scapegoat.
2/ You'd have a voice on the top table, and be the first port of call (not the last). As an #HR Professional, you’d have the confidence to apply knowledge of workplace culture and employment law to support business decisions.
3/ You'd be as closely involved as finance, production, or sales in planning, shaping and implementing business initiatives. You'd have a voice from the outset, rather than be expected to provide quick implementation within inadequate budgets.
4/ You'd be integrated and listened to, with everyone understanding HR is a help, not a hindrance.
5/ Sound like a fantasy?
6/ I set up hrinnercircle.co.uk to help HR Professional achieve their professional dreams, through guidance, training, support and peer assistance.
And, this week only, we have a New Year offer running…
7/ You’ll get five of my books posted out to you this week
8/ and much, much more. Have a look at hrinnercircle.co.uk, and let me know what you think. [ENDS]
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The Prime Minister, Liz Truss, has announced gov.uk/government/new… new government policy to remove ‘reporting requirements and other regulations’ in connection with workers’ rights from all businesses employing under 500 employees.
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The scope of this announcement is not clear. At the Conservative party conference yesterday, Business Secretary Jacob Rees-Mogg appeared to suggest it would apply to all workers’ rights.
But according to other sources such as Personnel Today personneltoday.com/hr/reporting-r… and The Guardian theguardian.com/business/2022/… , that is not correct, and it is likely to be limited to reporting requirements such as gender pay gap reporting and executive pay ratios.
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This THREAD is an extract from module 5 of the Virtual Employment Law Academy , which covers the law on dismissals for poor performance and absence from work. This segment deals with long-term ill health dismissals (to be contrasted with repeated short-term absences).
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It is important to remember that the disability discrimination provisions of the Equality Act 2010 may well come into play when considering dismissal on grounds of long-term illness. We look at disability discrimination issues in a different module
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By the way, if you want to know more about the Virtual Employment Law Academy, have a look at virtualemploymentlawacademy.com
In 2019, I did my masterclass2019.co.uk tour. In it, I predicted the changes over the next 3-7 years which would happen to workers' rights as a result of leaving the EU. I have gone back today and rewatched those videos...
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These were my six predictions on what was likely to change in #ukemplaw between 2022 and 2027.
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First, TUPE. I thought TUPE will remain largely unchanged. It’s part of accepted employment protection now, and in some ways the TUPE regs already go further than EU law requires.
Can you imagine a duller title for a government Bill than the Retained EU Law (Revocation and Reform) Bill?
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But this might just be the most important piece of employment legislation we’ve seen since the introduction of discrimination and dismissal laws in the 1970s. It was published yesterday. publications.parliament.uk/pa/bills/cbill…
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The Bill will automatically repeal any retained EU law (which includes UK statutory instruments introduced to comply with EU law) so that it expires on 31 December 2023 (although this date can be extended until 31/12/2026), unless legislation is introduced to retain it.
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We discuss the various limbs in the definition of harassment in the Equality Act 2010, run through examples, disect the extent of an employer's responsibility for the acts of its workforce, look at how employers should deal with anonymous complaints, and much more.
Centre Parcs is closing next Monday, to the anger of thousands of holidaymakers. Is it legal, and what can you do? My preliminary thoughts by way of THREAD bbc.co.uk/news/business-…
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Centre Parcs can only close and require people to leave for the day if their terms and conditions say they can. And they don't. So they can't.
First, section H3 allows them to refuse to 'confirm' any 'reservation'. It's not the clearest language, but what I think that means is that if you book online, they have a window to say 'no, we refuse'.
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